Perceived organizational support and organizational identification: joint moderating effects of employee exchange ideology and employee investment |
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| Authors: | Hongwei He Hung Quoc Pham Weichun Zhu |
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| Institution: | 1. Marketing Department, Strathclyde Business School, University of Strathclyde, Glasgow, UK;2. School of Government, University of Economics Hochiminh City, Vietnam;3. School of Labor and Employment Relations, Pennsylvania State University, Philadelphia, PA, USA |
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| Abstract: | Organizational identification (OID) can be developed out of social exchange practices within an organizational setting. Drawing on social exchange theory, we propose that the effect of perceived organizational support (POS) on OID is stronger for employees with stronger exchange ideology. We further argue that employee investment in an organization may also create a social exchange process that positively influences OID. We expect that employee investment moderates not only the effect of POS on OID, but also the enhancing effect of exchange ideology on the effect of POS on OID. Specifically, POS has a stronger positive effect on OID when exchange ideology is high and employee investment is low. When employee investment is high, POS has a weaker effect on OID regardless of employees' exchange ideology. These effects were empirically supported by a survey. Theoretical and practical implications are also discussed. |
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| Keywords: | employee investment employee–organization relationship exchange ideology organizational identification perceived organizational support social exchange relationship |
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